Fried's hiring methods appear to be well$-$thought$-$out and aligned with his company's philosophy. By prioritizing cultural fit, initiative, and communication skills over traditional metrics like resumes, he aims to build a cohesive team that can thrive in the company's unique environment. His emphasis on testing candidates with real tasks before making a full$-$time commitment also helps mitigate the risk of hiring mistakes. These practices can indeed lead to good hires for his growing company, especially in a dynamic industry where adaptability and creativity are crucial.

While it might seem counterintuitive to pass on "perfect" candidates, Fried's approach is rooted in the belief that hiring for the sake of hiring can be detrimental in the long run. By only bringing on new employees when there's a genuine need and a suitable role available, he ensures that each hire contributes meaningfully to the company's goals. Creating positions simply to accommodate talented individuals could lead to role ambiguity and inefficiency. It's smarter for Fried to focus on the long$-$term sustainability and success of his company rather than short$-$term gains.

One recommendation for Fried could be to continue refining his evaluation process to ensure it accurately assesses a candidate's potential to contribute to the company's success. This could involve incorporating additional assessment methods, such as behavioral interviews or skill assessments, to gain a more comprehensive understanding of each candidate's abilities. Additionally, fostering a strong employer brand and investing in employee development programs could help attract and retain top talent in a competitive market. Overall, maintaining a balance between being selective in hiring and remaining open to new opportunities for talent acquisition will be key for $37$signals' continued growth and success. parapharse it